Business management

- manage their own, influence others -

/ Management and Leadership /

Management is passive, incentives are active. Management is being asked, encouraging their own requirements; human nature is characterized not like to do things for others, but willing to do things for themselves. If a manager or the last few decades of modern management methods to manage the staff, the staff would only put the pipe run. Serious loss of corporate officers, management is not much of a problem, but a negative incentive, too much negative energy.

Management is the steward, the leadership is with people. To do as the center, focus on people will be reduced, but the thing to do, have to face the people. So, managers just want to do things, and the target is the leader by exciting with a good team. We will not motivate employees supervisor, a manager at best. To want real leadership, we must master a variety of motivation skills, attention to people's needs and feelings.

Why 01 companies incentive to do

People in different circumstances, age, stage of development, management level have a wide variety of needs, which is the source of motivation. No incentives, human needs can not be effectively met. For example, older workers to operate, need to feed their families improve their lives, and therefore a strong need for money and material, to use more than profit-driven; young man recently graduated from university, but also respect for ambitious, multi-use development prospects, personal growth be excited; and target incentive for management to use, on the basis of good business executives use business, mission motivation and so on.

# Present thinking ability

On incentive design, managers must have the people of this thinking:

1, better to train people to recruit people: Only the first person to recruit, train have greater value;

2, recruiter better to retain people: training costs and risks than the couple to keep the elderly;

3, to keep people better to motivate people: to keep people in order to make him perform better, making it the capital rather than cost;

4, to motivate people better to train people: give people the real achievements of the future, is worse than all excited.

02 How do employees pursuing the interests?

# Self-worth

For the famous Maslow's hierarchy of needs, generally considered: the primary physiological needs, is to satisfy the needs of people for material interests, and high-level self-actualization needs, is to meet the needs of the human aspects of the spiritual realm. This view is one-sided. The basis of self-realization is the realization of personal value, since it is value, there must be property prices, the value must be behind the price support. Therefore, enterprises should support employees to achieve self-worth, motivation have to keep up. For income do not care about hard work of employees, you have to tap his other needs, a higher level to meet his individual needs.

# Leading Four questions:

1. Who is this company? - a person's own business on their own a person tired;

2. Performance and employee income What is the relationship? - make employees feel the company is everyone's;

3. How do management by objectives bit? - have a goal to protect incentives;

4. What is my role in positioning? - is responsible for their own? Or to be responsible for all staff?

# Unified interest thinking relationship

Bosses want employees to work, but you must give them a reason: Why employee engagement? Dedication to get any good? Short and long term interests and personal dedication have anything to do? So that everyone is clear dedication to their benefits; employee engagement is by no means justified, in order to organize the benefit of requiring employees to sacrifice personal interests that can not be sustained.

Boss and employee can not be unified thinking, interests?

I think the boss must have an "altruism win-win", "share the cause" in height and attitude. The boss is willing to stand the high line the first round, down to earth employees can strive to create. Boss pressure and hard work started to pay attention to the emotional needs of employees will be compassionate boss's employees. So as to form a virtuous interaction.

03 Guidelines for good managers

# The first criterion

Once a person to a managerial position, especially in key management positions, its coup is no longer develop their own, but the development of others. In other words, the process of leaders to exercise leadership authority, to a large extent is to continue to find others, the development of others. This process is the team to enhance the process. So this is the first criterion.

As a manager, you do not let you change how how strong, but let your employees become stronger, will become more cooperative.

# Second criterion

Create a happier work environment is the third criterion. Let your subordinates appreciate the work of the fun, do not apply pressure outside of work, or make staff struggling to cope with irrelevant things. Only happy atmosphere have higher efficiency.

# Article guidelines

A good listener and courage to admit mistakes, to face opposite opinion.

As a manager, you need to maintain his authority. But not necessarily every time independent decision-making, you need to listen to the voice of men, more than a collection of words, the saying goes, no one is perfect, the manager is not a saint, making mistakes is not surprising, because do not maintain the authority to cover up the mistake, not for their own "face" to trying to hide something.

We all love a positive opinion, to treat negative opinions will always be hostile mentality. But as a manager, a good listener and should address this problem, some need to give clarification and explanation, some will become positive comments and suggestions.

# The fourth criterion

Be sure to keep learning, personal growth faster than the rate of growth of the team. A leader is to learn more competitive force. The only constant self-improvement can be sustained guidance to team members, in order to allow the team to continue to be strong.

Managers should manage themselves, to influence others. As a manager or hope that people will become the manager of this mutual encouragement.

Managers may not be able to be a leader

Perhaps the first day become manager, you are still among the promotion of joy, but the next day you have to enter this challenging position. This is not just a job promotion, it is the test of your ability - whether you have the ability to leadership. You also have become managers, but you do not have to be a leader. To know "Management" is based on legitimate, paid and coercive power base on; but "leadership" is more based on individual rights as well as affecting the right expertise and the exemplary role.

At the same time a person could be both managers are also leaders. But not all managers can become leaders. The use of qualified managers are leading the way, the failure of the manager is using managed. Only do manage their own, influence others, and not just to influence others is a qualified leader by authority. Visible, the manager should have the ability or some basic guidelines, the core is the basic criteria, only to be successful leaders, leaders to succeed.

/ Manage their own, influence others /

Confucius said: "The body is not to make the trip, their body is not correct, although that is not from." In other words, control the world, manage others, first of all from the need to manage ourselves. A life for many years, the way we always demanding too many people, too few demands on themselves. But I do not know if struggling on their own requirements, poor management, it is a lazy life.

Better manage their own, the life as a spiritual practice, so that it can better meet their own. "To wear the crown, must bear its weight" as a leader, should bear the corresponding responsibility. Laughs at himself first, the body is to make the job yourself well, it may affect others, became a respected leader.

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